Brian J Collins
Biographic Data
| ID | 6541462 |
|---|---|
| NAME | Brian J Collins |
| GIVEN NAMES | Brian J |
| FAMILY NAME | Collins |
| SIGNATURE | COLLINS B J |
| AFFILIATIONS | University of Southern Mississippi |
| ORCID | 0000-0001-7766-2772 |
| VERIFIED | Yes |
| TOTAL WORKS | 8 |
| TOTAL CITATIONS | 7 |
| WORKS AS AUTHOR | 8 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2009 |
| LATEST PUBLICATION YEAR | 2023 |
| H-INDEX | 2 |
Does organization-based self-esteem mediate the relationships between on-the-job embeddedness and job behaviors
Customizing governance mechanisms to reduce opportunism in buyer–supplier relationships in the digital economy
Changing the focus of locus (of control)
Locus of control—a fundamental individual difference variable that reflects individuals' beliefs about the degree of control they have over events in their lives—has been formally studied for more than 50 years. Early scholarship demonstrated that locus of control was a key predictor of various work‐related outcomes, ranging from job attitudes and affect to motivation and behavior. Despite this evidence, the majority of contemporary organizationa…
Situational Strength as a Moderator of the Relationship Between Organizational Identification and Work Outcomes
Organizational identification theory suggests that the extent to which employees perceive a sense of oneness with their employer positively influences their workplace attitudes and behavior. We investigated situational strength as a potential moderator by exploring the extent to which the relationship between organizational identification and employee outcomes is attenuated when employee discretion is restricted. In particular, we examined whethe…
Fair? I Don’t Care
This article examines how workplace cynicism moderates the relationship between interactional fairness and perceptions of organizational support (POS). Using a sample of full-time employees, I found a positive, direct effect between interactional fairness and POS. Furthermore, the moderating effect suggests the relation between interactional fairness and POS was stronger for less cynical employees. Incorporating a social exchange framework, this …
The Importance of Being Trustworthy
In this study, the authors examined the relationship between leader behaviors and subordinate job satisfaction by adopting the theoretical perspective of the integrative model of trust. The authors hypothesized that one’s trust in their supervisor mediates the relationships of procedural and informational justice and transformational leadership behavior with subordinate job satisfaction. Results from a field sample suggest that trust fully mediat…
Does process fairness affect job performance? It only matters if they plan to stay
Incorporating a social exchange perspective, we examined the joint impact of process fairness and turnover intentions on job performance. Results from two independent samples suggest that employee turnover intentions moderate relations between process fairness perceptions and employee job performance. Specifically, the positive effects of the two types of process fairness on performance were stronger for employees who planned to stay with the org…
Resource Dependence Theory
Thirty years have passed since Pfeffer and Salancik’s seminal work on resource dependence theory (RDT). During this time RDT has been applied broadly across the research domain to explain how organizations reduce environmental interdependence and uncertainty. In this review, the authors assess the conceptual development, empirical research, and application of RDT. They structure their review around the five options that Pfeffer and Salancik propo…
Does process fairness affect job performance? It only matters if they plan to stay
Incorporating a social exchange perspective, we examined the joint impact of process fairness and turnover intentions on job performance. Results from two independent samples suggest that employee turnover intentions moderate relations between process fairness perceptions and employee job performance. Specifically, the positive effects of the two types of process fairness on performance were stronger for employees who planned to stay with the org…
The Importance of Being Trustworthy
In this study, the authors examined the relationship between leader behaviors and subordinate job satisfaction by adopting the theoretical perspective of the integrative model of trust. The authors hypothesized that one’s trust in their supervisor mediates the relationships of procedural and informational justice and transformational leadership behavior with subordinate job satisfaction. Results from a field sample suggest that trust fully mediat…
Situational Strength as a Moderator of the Relationship Between Organizational Identification and Work Outcomes
Organizational identification theory suggests that the extent to which employees perceive a sense of oneness with their employer positively influences their workplace attitudes and behavior. We investigated situational strength as a potential moderator by exploring the extent to which the relationship between organizational identification and employee outcomes is attenuated when employee discretion is restricted. In particular, we examined whethe…
Resource Dependence Theory
Thirty years have passed since Pfeffer and Salancik’s seminal work on resource dependence theory (RDT). During this time RDT has been applied broadly across the research domain to explain how organizations reduce environmental interdependence and uncertainty. In this review, the authors assess the conceptual development, empirical research, and application of RDT. They structure their review around the five options that Pfeffer and Salancik propo…
The Importance of Being Trustworthy
In this study, the authors examined the relationship between leader behaviors and subordinate job satisfaction by adopting the theoretical perspective of the integrative model of trust. The authors hypothesized that one’s trust in their supervisor mediates the relationships of procedural and informational justice and transformational leadership behavior with subordinate job satisfaction. Results from a field sample suggest that trust fully mediat…
Does process fairness affect job performance? It only matters if they plan to stay
Incorporating a social exchange perspective, we examined the joint impact of process fairness and turnover intentions on job performance. Results from two independent samples suggest that employee turnover intentions moderate relations between process fairness perceptions and employee job performance. Specifically, the positive effects of the two types of process fairness on performance were stronger for employees who planned to stay with the org…
Fair? I Don’t Care
This article examines how workplace cynicism moderates the relationship between interactional fairness and perceptions of organizational support (POS). Using a sample of full-time employees, I found a positive, direct effect between interactional fairness and POS. Furthermore, the moderating effect suggests the relation between interactional fairness and POS was stronger for less cynical employees. Incorporating a social exchange framework, this …
Changing the focus of locus (of control)
Locus of control—a fundamental individual difference variable that reflects individuals' beliefs about the degree of control they have over events in their lives—has been formally studied for more than 50 years. Early scholarship demonstrated that locus of control was a key predictor of various work‐related outcomes, ranging from job attitudes and affect to motivation and behavior. Despite this evidence, the majority of contemporary organizationa…
Situational Strength as a Moderator of the Relationship Between Organizational Identification and Work Outcomes
Organizational identification theory suggests that the extent to which employees perceive a sense of oneness with their employer positively influences their workplace attitudes and behavior. We investigated situational strength as a potential moderator by exploring the extent to which the relationship between organizational identification and employee outcomes is attenuated when employee discretion is restricted. In particular, we examined whethe…
Does organization-based self-esteem mediate the relationships between on-the-job embeddedness and job behaviors
Customizing governance mechanisms to reduce opportunism in buyer–supplier relationships in the digital economy
Job Satisfaction and Organizational Behavior (6 works) · Psychology (6 works) · Social Psychology (6 works) · Computer Science (5 works) · Job satisfaction (5 works) · Job performance (4 works) · Management (4 works) · Perspective (graphical (4 works) · Social Psychology (4 works) · Business (3 works)